Home

Serving on a non-profit board is a full body exercise in governance. Board members contribute far more than just their votes. They fill a vital leadership role that engages both their subject matter expertise and their leadership skills.

A board member’s role is to advance their organization’s mission and vision. They do so by understanding and championing the needs and values of all stakeholders who interplay with the organization. To serve their institution well, board members must be good listeners, versatile professionals and big picture thinkers.

In 2017, it seems like everything is being measured and quantified. Over time, this trend has spread to people-centric industries like executive search. Like it or not, the use of personality assessments – and other pre-employment testing – is alive and well as companies are hiring employees from the entry level to the executive level. I’m often asked by clients and candidates alike, “what role should personality testing play in the hiring process?” My response usually begins with the words “be careful…”

Succession planning. We think about it all the time, right? No? Never? Unfortunately, that’s the reality in many businesses – particularly smaller or family-owned companies.

According to the Society of Human Resource Management (SHRM), “Succession planning is a means for an organization to ensure its continued effective performance through leadership continuity. For an organization to plan for the replacement of key leaders, potential leaders must first be identified and prepared to take on those roles.”

Stay Connected